Authentic leadership and organizational citizenship behaviour: the role of psychological capital

Ramalu, Subramaniam Sri; Janadari, Nadira

doi:10.1108/ijppm-03-2020-0110

Cited by 26 publications

(22 citation statements)

References 112 publications

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“…This finding is in line with the studies of Gupta et al (2017) and Pradhan et al (2016), who show that individuals that possess high psychological capital are expected to perform desirable organizational citizenship behaviors. This is because psychological capital develops a positive attitude and facilitates positive work-related outcomes (Ramalu & Janadari, 2020).…”

Section: Discussionmentioning

confidence: 99%

Influence of Psychological Capital on Organizational Citizenship Behaviors: The Mediating Role of Psychological Well-being

2021

International Journal of Organizational Leadership

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The purpose of this study is to investigate the mediating role of psychological well-being between psychological capital and organizational citizenship behavior. To achieve the objectives of this study, data has been collected using a survey method through a crosssectional technique from employees (n =199) working at higher education institutes in Pakistan. The Preacher and Hayes (2008) method of bootstrapping has been employed by using the Process macro for SPSS. The results of the analysis indicated that psychological well-being works as a mediating mechanism between psychological capital and organizational citizenship behavior. The critical flow-on effects of this study are that it has both theoretical and practical implications in the workplace. Therefore, the logical connection is that this study has filled the gap in the literature by testing the mediating role of psychological well-being in the link between psychological capital and organizational citizenship behavior. Apart from the theoretical implication, there are practical implications of the resulting analysis for practitioners, especially those in higher management of education institutes who are keen to see extra-role behaviors displayed in their staff. The authors have also discussed the limitation and future direction of the study, which will help future researchers to extend this study.

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Section: Discussionmentioning

confidence: 99%

Influence of Psychological Capital on Organizational Citizenship Behaviors: The Mediating Role of Psychological Well-being

2021

International Journal of Organizational Leadership

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“…However, prior study (e.g., Lather & Kaur, 2015; Ramalu & Janadari, 2020) is limited in adopting the cross-sectional design, leaving the mediating process remaining unclear. In order to address this limitation, our study adopts a three-wave design to explore the mediating role of positive affect in the relationships between PsyCap and AOC and OCBO.…”

Section: Theory and Hypothesesmentioning

confidence: 99%

Psychological Capital, Positive Affect, and Organizational Outcomes

Zhu

Cen

et al. 2021

Journal of Pacific Rim Psychology

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Psychological capital (PsyCap) is a higher-order construct comprising hope, efficacy, optimism, and resiliency, which has attracted more and more attention from both academics and practitioners. Despite promising progress made in the PsyCap literature, the underlying mechanisms linking PsyCap to organizational outcomes still need more investigation utilizing longitudinal research design. Moreover, the reciprocal relationships between PsyCap and positive affect require more attention. Therefore, we aim to test the central role of positive affect in the relationships between PsyCap and affective organizational commitment (AOC) on one hand and organizational citizenship behaviour toward organization (OCBO) on the other hand as well as the reciprocal relationships between PsyCap and positive affect in this study. A three-wave longitudinal survey was conducted using a cross-lagged panel design with a one-month time lag between two consecutive waves. Panel data was collected from 208 workers in Beijing, China. The results support the hypothesis that positive affect serves as a mediator in the relationships between PsyCap and OCBO. Moreover, we also find some support for a reciprocal relationship between PsyCap and positive affect. The theoretical and practical implications of the findings are also discussed.

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“…It is an observable state-like trait that is open to growth and link to positive results of work (Luthans, 2002). PsyCap has four dimensions namely, self-efficacy, hope, optimism, and resilience (Ramalu & Janadari, 2020). Self-efficacy refers to one's assessment of its strengths to exert requisite efforts to succeed in hard business .…”

Section: Theoretical Backgroundmentioning

confidence: 99%

“…The researcher constructed a structural questionnaire to gather valuable details and conducted face-to-face interviews. PsyCap was assessed in terms of four dimensions namely, self-efficacy, optimism, hope, and resiliency Ramalu & Janadari, 2020) whereas WLB was measured with Work to Personal Life Balance, Personal Life to Work-Life Balance as suggested by Greenhouse & Beutell (1985). Supervision, communication, professional development, nature of work, and salary were the dimensions of JS (Hedge & Borman, 2012;Spector, 1985).…”

Section: H10: Wlb Mediates the Relationship Between Psycap And Js Mat...mentioning

confidence: 99%

Nexus among Psychological Capital, Work-life Balance and Job Satisfaction of Employees in Apparel Industry

Anushi

Priyanath

Tennakoon

2022

SL J. Soc. Sci. Hum.

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Work-Life balance and job satisfaction are among the topmost manpower managerial issues in most contemporary workplaces. Fluxes in these variables result in productivity losses and inflated overall cost at the organizational level while at the macro level, they hold back the national economic growth. Scholars argue that psychological capital can positively impact the work-life balance and, subsequently the job satisfaction. Yet, empirical evidence of this nexus is scant, particularly in the context of the Sri Lankan apparel industry. Therefore, this study primarily aimed at exploring the effect of psychological capital on work-life balance and job satisfaction of employees in apparel industries in Sri Lanka. A quantitative inquiry of the research questions was performed. A selfadministrative survey instrument gathered data from a randomly drawn representative sample of 162 employees. Data analysis used descriptive statistics and analytical statistics techniques particularly, Partial Least Square Structural Equation Modeling. Results indicated that all psychological capital antecedents have a significant and positive effect on job satisfaction of apparel employees, among which hope is the strongest influence. Similarly, all psychological capital antecedents except optimism were found to be affecting the work-life balance. Confirmation of the power of psychological capital in manipulating work-life balance and job satisfaction is regarded as the theoretical implication of the study whereas managerial implications highlight the necessity of maintaining the healthy psychological capital state of employees to impact the other desired job-related outcomes.

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Authentic leadership and organizational citizenship behaviour: the role of psychological capital

Cited by 26 publications

References 112 publications

Influence of Psychological Capital on Organizational Citizenship Behaviors: The Mediating Role of Psychological Well-being

Influence of Psychological Capital on Organizational Citizenship Behaviors: The Mediating Role of Psychological Well-being

Psychological Capital, Positive Affect, and Organizational Outcomes

Nexus among Psychological Capital, Work-life Balance and Job Satisfaction of Employees in Apparel Industry

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